Towards a system for the Recognition of Learning and Continuous Professional Development of Staff in Higher Education

This green paper examines the development of a system for recognising learning and Continuous Professional Development (CPD) of staff in Ireland’s Technological Higher Education sector. Its primary objective is to identify the issues relating to the creation of a recognition system that encourages diverse learning modalities while delivering personal, institutional, and public benefits. By addressing both formal and informal learning, the proposed actions aim to enhance career development, employee satisfaction, and organisational performance.

View and Download the green paper

BACK TO Videos & Reports

March 31, 2025

Key Findings:

The Value of CPD Recognition:

CPD provides measurable benefits to individuals, such as career advancement, enhanced job
satisfaction, and improved employability.
Institutions benefit from improved employee performance, innovation, and institutional
productivity, which justify investments in CPD systems.

Challenges in CPD Recognition:

Balancing learning opportunities across formal, non-formal, and informal formats.
Addressing resource constraints for recognition systems, including technological and human
factors.
Motivating staff to record and validate informal and non-formal learning.
Measuring the impact of CPD on institutional performance and justifying expenditures.

Supporting Systems:

Functionalities for recording, validating, and displaying learning achievements.
Integration with HR and Learning Management Systems (LMS).
Adherence to open standards, such as digital credentials and badges, to future-proof the
system.

Emerging Trends and Recommendations:

Increased focus on informal learning and peer-driven knowledge and practice sharing.
Adoption of short, just-in-time training objects and performance support systems.
Development of agile, scalable CPD recognition systems aligned with international best
practices.
Leveraging existing systems and practices in Recognition of Prior Learning (RPL) and
Performance Management and Development Systems (PMDS).
Improved data collection for decision making.
Sectoral sharing of best practices and systems development.
Increase use of Advance HE Fellowship and investigation of potential improvements referencing the National Forum Professional Development Framework.

Strategic Priorities:

Resolving tensions and finding alignment between individual recognition and institutional
performance.
Developing incentives and supports for staff participation, such as time allocation and career
progression links.
Establishing robust systems for skills mapping and verification to align individual
achievements with organisational goals.